Common use of Overseas Work Clause in Contracts

Overseas Work. Employees may be requested by the Employer to travel overseas on business. While working overseas Employees will where possible, be entitled to the same standard of accommodation and meals as would be provided by the Employer in Australia. The Employer will reimburse the Employee for all business-related expenses incurred and provide the Employee with a corporate credit card, traveller’s cheques, cash or other suitable form of recompense. The Employer will reimburse the Employee for actual expenses incurred for laundry, airport taxes, tips (where customary in the country), and transport to and from airports and workplaces. The Employer will arrange all necessary visas, allow the Employee paid time to obtain a passport and to obtain any immunisations required prior to departure at no cost to the Employee. Where workers compensation does not apply because of the work or work location, the Employer will arrange for and pay the premiums for personal accident insurance to cover the Employee. The Employer will ensure that the Employee will not be disadvantaged in terms of any accident benefit that would normally be available under Queensland Work Cover legislation. The Employer will compensate the Employee for any financial loss directly incurred as a result of the Employee working overseas. Employees will therefore be recompensed for financial loss arising from, but not limited to, currency exchange variations, cost of living differences between Australia and the country in which the work is being performed, reasonable telephone calls to Australia and personal taxation adjustments. Where an Employee who is working overseas for such an extended period that the Employee is no longer required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally apply had the Employee been working in Australia, the Employee will be entitled to the benefit by way of any reduction in taxation. If the Employee is required to pay tax at a higher rate than what the Employee would have been required to pay when working in Australia, the Employer will, in addition to the Employee’s usual wages, pay the additional tax on behalf of the Employee. The Employer will prior to the Employee’s departure, provide any current advice, which may have been issued by the Department of Foreign Affairs concerning the country in which the Employee is to work. The Employer will also provide other information, which is in the Employer’s possession, which may better apprise the Employee of specific legal and or cultural issues, which are particular to the country in which work is to be performed. The Employer may instigate additional arrangements as may be agreed on an individual basis.

Overseas Work. Employees may be requested by the Employer to travel overseas on business. While working overseas Employees employees will where possible, be entitled to the same standard of accommodation and meals as would be provided by the Employer in Australia. The Employer will reimburse the Employee employee for all business-related expenses incurred and provide the Employee employee with a corporate credit card, travellertraveler’s cheques, cash or other suitable form of recompense. The Employer will reimburse the Employee employee for actual expenses incurred for laundry, airport taxes, tips (where customary in the country), and transport to and from airports and workplaceswork places. The Employer will arrange all necessary visas, allow the Employee employee paid time to obtain a passport and to obtain any immunisations immunizations required prior to departure at no cost to the Employeeemployee. Where workers compensation does not apply because of the work or work location, the Employer will arrange for and pay the premiums for personal accident insurance to cover the Employeeemployee. The Employer will ensure that the Employee employee will not be disadvantaged in terms of any accident benefit that would normally be available under Queensland Work Cover legislation. The Employer will compensate the Employee employee for any financial loss directly incurred as a result of the Employee employee working overseas. Employees will therefore be recompensed for financial loss arising from, but not limited to, currency exchange variations, cost of living differences between Australia and the country in which the work is being performed, reasonable telephone calls to Australia and personal taxation adjustments. Where an Employee employee who is working overseas for such an extended period that the Employee employee is no longer required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally apply had the Employee employee been working in Australia, the Employee employee will be entitled to the benefit by way of any reduction in taxation. If the Employee employee is required to pay tax at a higher rate than what the Employee employee would have been required to pay when working in Australia, the Employer will, in addition to the Employee’s employee's usual wages, pay the additional tax on behalf of the Employeeemployee. The Employer will prior to the Employee’s employee's departure, provide any current advice, which may have been issued by the Department of Foreign Affairs concerning the country in which the Employee employee is to work. The Employer will also provide other information, which is in the Employer’s 's possession, which may better apprise the Employee employee of specific legal and or cultural issues, which are particular to the country in which work is to be performed. The Employer may instigate additional arrangements as may be agreed on an individual basis.

Overseas Work. Employees may be requested by the Employer to travel overseas on business. While working overseas Employees will where possible, be entitled to the same standard of accommodation and meals as would be provided by the Employer in Australia. The Employer will reimburse the Employee for all business-business related expenses incurred and provide the Employee with a corporate credit card, traveller’s 's cheques, cash or other suitable form of recompense. The Employer will reimburse the Employee for actual expenses incurred for laundry, airport taxes, tips (where customary in the country), and transport to and from airports and workplaces. The Employer will arrange all necessary visas, allow the Employee paid time to obtain a passport and to obtain any immunisations required prior to departure at no cost to the Employee. Where workers compensation does not apply because of the work or work location, the Employer will arrange for and pay the premiums for personal accident insurance to cover the Employee. The Employer will ensure that the Employee will not be disadvantaged in terms of any accident benefit that would normally be available under Queensland Work Cover legislation. The Employer will compensate the Employee for any financial loss directly incurred as a result of the Employee working overseas. Employees will therefore be recompensed for financial loss arising from, but not limited to, currency exchange variations, cost of living differences between Australia and the country in which the work is being performed, reasonable telephone calls to Australia Austral1a and personal taxation adjustments. Where an Employee who is Ts working overseas for such an extended period that the Employee is no longer required to pay Australian taxes, and/or is required to pay tax at a rate lower than what would normally apply had the Employee been working in Australia, the Employee will be entitled to the benefit by way of any reduction in taxation. If the Employee is required to pay tax at a higher rate than what the Employee would have been required to pay when working in Australia, the Employer will, in addition to the Employee’s 's usual wages, pay the additional tax on behalf of the Employee. The Employer will prior to the Employee’s 's departure, provide any current advice, which may have been issued by the Department of Foreign Affairs concerning the country in which the Employee is to work. The Employer will also provide other information, which is in the Employer’s 's possession, which may better apprise the Employee of specific legal and or cultural issues, which are particular to the country in which work is to be performed. The Employer may instigate additional arrangements as may be agreed on an individual basis.